THE COST OF SILENCE

In 2020, amidst mass protests following George Floyd’s death, issues of race and justice made it into the workplace. Corporate leaders committed to hiring more people of color and reevaluated their brand identity. In 2021, Lowe’s CEO Marvin Ellison, one of today’s eight Black CEOs at Fortune 500 companies, told CBS news that DEI is both, “the right thing to do, and it’s good for business.”

And he was right. A 2023 McKinsey report found the business case for executive gender diversity doubled over the past 10 years and that strong ethnic representation elevates organizational performance.

But since the Supreme Court struck down affirmative action in college admissions, workplace diversity, equity and inclusion (DEI) has come under increasing attack. Billionaires and conservative activists politicized DEI on social media, causing some of the biggest names in business—Lowe’s, John Deer, Ford, Harley-Davidson, and Walmart—to tuck tail and reverse course on their supposedly purposeful commitments.

Under the incoming administration, many expect the DEI backlash will intensify. Once we realize the economic impact of trade and mass deportation policies, advancing organizational DEI might become even more challenging. CEOs implemented DEI policies because they know they bring organizational benefits. Now, to sustain that progress, they need to push back.

We Need a Backbone, Not Participation Trophies

The data alone might paint the picture that no one has been making DEI progress. In 2023, according to the U.S. Bureau of Labor Statistics, over 80% of managers identified as white, and nearly 60% as men. McKinsey reported that only 16% of executive team members came from historically underrepresented groups. Even during peak DEI commitments in 2020-21, diversity in executive ranks increased by only 2 percentage points.

But employees and consumers tell a different story. According to the 2024 Edelman Trust Barometer, three out of four employees view DEI as effective at addressing racism and want companies to reaffirm their commitments. Eighty-six percent of respondents, Republican, Democrat, and Independent alike, would recommend an employer with strong DEI programs. Fifty-six percent of older workers described inclusion and diversity programs as “critical” to attract and keep them. In a 2024 YouGov Self-Serve survey, 57% of consumers said they would be less likely to buy from companies that remove these policies.

In any other area of business, a company’s commitment to its operating principles is how it earns market prominence. Wavering now on DEI is like accepting participation trophies for admittedly lukewarm commitments. A true commitment must go beyond the applause line and withstand external criticism.

A United Voice Can Save Our Progress

After the 2024 election, Wesleyan University president Michael Roth condemned the incoming administration’s policies and pledged to “redouble” DEI efforts. In a post on X, the ASPCA wrote: “DEI programs… are key to ensuring equal opportunity for ALL students… [and] we won’t allow rhetoric to roll back progress.”

Most of corporate America, however, has remained silent against the DEI backlash. Meanwhile organizations like the Society for Human Resource Management (SHRM), which took over the CEO Action for Inclusion & Diversity advocacy group of over 2,500 CEOs this past October and had already made the decision to remove “equity” in its approach to DEI, might even encourage further silence.

But Corporate America is full of tough people with intelligence and influence. They see room for growth, and take action within the hour. When outside factors threaten that growth, they unite to protect it—researchers in the Harvard Business Review pointed to modern examples of industry partners uniting to condemn xenophobia and oppose anti-LGBTQ+ laws. DEI deserves the same level of collective action.

Break the Silence, Change the Narrative, and Drive Action

If you made a true commitment to DEI, it’s time to break the silence and organize a pushback. Make public statements. Go on Newsmax or Fox and counteract the false narratives with the true intent and benefits of DEI policies. Engage employees in safe conversations. Lean into the fire.

Will there be some losses? Of course. That comes with competition. But ultimately, true DEI commitment is a win, for society and an organization—with our voices united to defend it, what is right will win out.

Greg Almieda, the Founder and CEO of Global View Communications and the 501(c)(3) Undivided America Project is a Boston-born DE&I strategist and thought leader. He consults organizations in New England on building inclusive workplaces in an evolving social and political landscape.